Week 10 discussion paper - Essay Example

Do you think diversity and inclusion efforts are important in business environments?". Has your perspective shifted? Why, or Why not? In the firstdiscussion submitted in this course, I had already noted that many businesses relegated diversity and inclusion to a priority below the more immediate concerns involving production, marketing and finance, and most other mainstream issues in HR management (Robinson & Dechant, 1997). After the course, I am personally convinced that diversity and inclusion should occupy a higher priority in the organization’s agenda, but not beyond the principal organic functions that keep a business alive.

Not all businesses will find diversity and inclusion important, particularly the small and medium scale enterprises that comprise the majority of businesses in the economy. SMEs in relatively homogeneous, more rural communities will not find it relevant at all, compared to the larger businesses in urban centers with a more diverse population (Pegues, 2009). Therefore, I would say my perspective has indeed shifted but my opinion is qualified. If anything, the course has made me aware of the intricacies of D&I as it is defined in the American context, not only as a potential source of competitive advantage, but as a disadvantage in certain cultures and environments.

In an increasing number of cases, diversity and inclusion are non-issues, not because underrepresented minorities are not welcome, but simply because people of different backgrounds are not tagged as “minorities”. Persons who are most capable for the job are hired whatever their racial, cultural, religious, gender, or other affiliations, but are not identified or symbolized as such. That, I think, is the eventual aim of all D&I efforts, that the economic and political disadvantages that are historically perpetuated against some social groups would eventually disappear.

Then diversity and inclusion will be a non-issue and will render itself irrelevant."Trailblazers supplies you and your organization with the tools to fully realize the promise of diversity and the power of inclusion." Do you agree with that statement? Why, or Why not?  To a certain extent, I had found the book “Trailblazers” useful and enlightening, because it focused attention on the application of diversity and inclusion in specific aspects of a business. Quite fittingly, the early chapters dealt with the importance of CEO and upper mangement involvement in D&I, rather than just relegating diversity programs to a vague function in HR.

From the beginning, emphasis was given to leadership commitment. Any other aspect may fall short of D&I requirements, but with the support and mandate given by the CEO and the Chief Diversity Officer, all other shortcomings may be compensated. Succeeding chapters underscored the necessity for the twin frameworks, communication and accountability. Communication provides the impetus for initiating and guiding D&I efforts, while accountability provides the mechanism for feedback and control, to ensure the effectiveness of the policies and programs implemented.

The discussion leads to middle management where accountability in the implementation will reside, followed by hands-on strategies middle managers may use to ensure the flow of diverse talents in the organization. The book’s discussion thereafter expands outwards towards implications of company activities with the broader local and global communities. Subsequent chapters treat of the organization’s D&I strategy in its value chain, including its market and suppliers, as well as specific structural innovations including employee resource networks and D&I councils.

A particularly enlightening chapter is that dispelling false information about D&I, therefore rounding off a thorough and expansive study on diversity and inclusion. Trailblazer’s claim that it supplies managers the necessary tools for successful D&I implementation is well-founded, but it still wisely leaves the manager a great deal of room to maneuver and exercise discretion in the eventual diversity and inclusion effort.References:Anderson, R., & Billings-Harris, L. (2010). Trailblazers: How top business leaders are accelerating results through inclusion and diversity.

New Jersey: John Wiley and Sons. ISBN: 978-0-470-59347-9 Pegues, H (2009) “Are workplace diversity and inclusion important?” Corridor Business Journal. 12/21/2009, 6(22), p12-19 Robinson, G & Dechant, K (1997) “Building a business case for diveristy,” Academy of Management Executive. 11(3), pp. 21-31.